Any human activity, particularly a business activity, has some objectives and needs resources called 3 Ms: Man hours, Money and Minutes (Time) to achieve the same. It is therefore, advisable to plan the complete chain of events meticulously to get maximum ROI and minimise the need for mid course corrections which will eat into your resources. This activity is called Critical Examination (CE). In this process is critically examined by asking some pertinent questions, popularly called the 5 Ws. The questions are Why, What, Who, Where and When. In some cases you may also add How (H?) to these 5 Ws. These questions are the cornerstones of effective planning as well as review of an ongoing activity.
In a good organisation, manpower planning and career path mapping should be done on a long-term basis, say five to seven years. The implementation can be phased out in a planned manner. Recruitment of digital marketers will obviously be a part of this process. Since HR policies and recruitment processes are Standard Operating Procedures (SOPs), these need not be reviewed for each recruitment exercise.
CE can be gainfully applied to recruitment of Digital Marketers in the following manner:-
Why do we need to hire digital marketers? Is it to fill up the existing vacancies or due to expansion of operations? Is the requirement for temporary or permanent?
What is the expectation from the prospective employee? What are the Qualifying Requirements (QRs) of the job? What skill set is the person expected to bring to the table? At what level in the hierarchy will (s)he be placed? What will be the pay and other perks of that position? What will the person cost to the company?
Who will be suited for the job? The qualifications, work experience not necessarily in terms of years.
Another important W in this would be who else? Do we need to hire a person or can we outsource the activity or engage someone on contract? This will be very relevant in cases where a new digital marketing department is being set up and you are not very sure of the outcome or the additional requirement is for a particular campaign, hence project based.
Another who is who will hire? The organisation or will you ask a recruitment agency to do so?
When will you need the new employee? There is always a lead time involved in a recruitment process from firming up the requirement, releasing of advertisement and issue of appointment letter. There is additional time delay due to time spent on induction of the employee before the person can become fully operational. Hence the ball needs to be set rolling well in advance so that the new employee is ready for performance when he is actually required to do so.
Where will you find the right candidate? This means where you would like to advertise the vacancy. Better options to look for digital marketers are the social media platforms because a digital marketer worth his salt will be active on social media. This way you not only reach out to the people looking for a job but even the ones already in job who may like your proposal and opt for it.
If you want to get gems out of a heap of pebbles, your ads should include a brief about your organisation. your vision and mission; a detailed pen picture of the person you are looking for; what is the career road map, pay and perks on offer.